Rooms to Go: Hiring, Background Check & Employment Verification FAQs

Rooms To Go was founded in September 1990 by Jeffrey Seaman and his father Morty Seaman, shortly after the pair sold their previous business, Seaman's Furniture. The first Rooms To Go showroom opened in Orlando, Florida, in March 1991, built around a then-novel concept: selling whole, professionally coordinated room packages rather than individual furniture pieces, under the founding slogan "Buy the piece, save a little. Buy the room, save a lot!" Jeffrey Seaman also built the company's identity around a promise of no fake sales or phony discounts, aiming to address what he saw as a credibility problem in furniture retail.

The company grew rapidly through the 1990s, outgrowing its original 480,000-square-foot distribution center and headquarters in Seffner, Florida, by 1993 and expanding capacity with an additional 105,000 square feet. Rooms To Go added a dedicated children's furniture concept, Rooms To Go Kids, in 1997. The company has remained privately held throughout its history and grew to become one of the top furniture retailers in the country by sales volume, also absorbing some former Rhodes Furniture store locations after that competitor's 2005 bankruptcy.

Today, Rooms To Go generates roughly $3.8 to $4 billion in annual revenue and employs approximately 7,500 to 8,500 people. The company operates more than 150 showrooms across 10 states, along with a significant e-commerce business, offering furniture, mattresses, bedding, rugs, and home decor. Rooms To Go's workforce includes sales associates, warehouse and distribution staff, delivery drivers and delivery team members, and store and distribution center managers.

Company culture and employee programs: Rooms To Go has built its brand around convenience, value, and rapid delivery, historically promising delivery within about a week, faster than many competitors at the time the company was founded. The company continues to emphasize in-house designer-coordinated room packages as a differentiator in furniture retail. Benefits, scheduling, and advancement opportunities can vary by role and location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the furniture retail industry, including Rooms To Go, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Rooms To Go is generally reported to conduct background checks as part of its hiring process, which is standard for furniture retailers, particularly for sales roles involving high-value transactions and delivery roles involving driving and entering customers' homes.

The hiring process for showroom and warehouse roles at Rooms To Go typically includes an application, an interview with a hiring manager, and a background check prior to a final offer. Delivery team roles may involve an additional review of driving records given the in-home delivery component of the job.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a furniture retail or delivery role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role, particularly for delivery positions that involve entering customers' homes. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what Rooms To Go may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Rooms To Go or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.